Bedford County, VA: Compensation and Classification Study

Evergreen Solutions was engaged with Bedford County to conduct a Compensation and Classification Study.  Evergreen’s consultants designed, conducted, and assisted in the implementation of a comprehensive compensation/classification study for the County, and formulated a new compensation/classification plan for all County employees. The purpose of this study was to ensure the County is externally competitive, internally equitable, and fiscally sound. Evergreen recommended a compensation and classification plan that could be easily maintained and updated.

City of Boulder City, NV: Classification and Compensation Study

Evergreen Solutions was engaged with the City of Boulder City to conduct a Classification and Compensation Study.  Evergreen’s consultants conducted a job evaluation, classification review, and developed a compensation system for all positions and job classifications in order to make recommendations regarding the appropriateness, internal equity, and external competitiveness of the City’s classification and compensation plans.  Evergreen developed an updated and well-structured classification system as well as classification descriptions for all positions that was legally compliant (including Fair Labor Standards Act (FLSA) and Americans with Disabilities Act (ADA) requirements), internally aligned, reflective of contemporary standards, and accurately reflected current roles, responsibilities, duties, and qualifications.  The study also reviewed the City’s compensation structure by conducting a market salary survey using comparator agencies.  The compensation study contained specific recommendations regarding the integration of all classifications into a clear compensation structure, with the goal of developing a clearly designed, internally equitable format that would be flexible for career opportunity and future growth.

San Patricio County, TX: Classification and Compensation Study and Analysis

Evergreen Solutions was engaged with San Patricio County to conduct a Classification and Compensation Study and Analysis.  The purpose of the study was to address changes in San Patricio County operations and staffing over the past decades, which might have affected the type, scope, and level of work being performed. The primary objectives of the study were to: attract and retain qualified employees; ensure positions performing similar work with essentially the same level of complexity, responsibility, and knowledge, skills, and abilities are classified together; provide salaries commensurate with assigned duties; outline promotional opportunities and provide recognizable compensation growth; provide justifiable pay differential between individual classes; and maintain a competitive position with other comparable government entities and private employers within the same geographic areas.

York County, SC: Operational Assessment of the HR Department

Evergreen Solutions was engaged with York County to conduct an Operational Assessment of the County’s Human Resource Function.  Evergreen’s consultants conducted a comprehensive review on the operational effectiveness and the identification of process improvements and other methods of optimizing service to the County in the areas of employee relations; HR compliance review; employee recruitment; .and training and organizational development. Evergreen further evaluated the Human Resources Department for effectiveness including, but not limited to: staffing of operations and providing recommendations for staffing levels and patterns to aid in efficiency, cost-effectiveness, and service; use of technology and management information systems; and process improvements and workflows for HR related communications and decision making.

City of Daphne, AL: Classification and Compensation Study

Evergreen Solutions was engaged with the City of Daphne to conduct a Classification and Compensation Study to determine internal equity and external competitiveness with comparable municipalities to ensure its compensation plan was competitive. Evergreen evaluated and built a projected classification plan based on the results of a job analysis and conducted a market survey to provide an external assessment. Evergreen also developed strategic positioning and compensation administration recommendations for the City and provided revised class descriptions and made FLSA determinations. 

City of Milford, DE: Job Classification and Compensation Study

Evergreen Solutions was engaged with the City of Milford to conduct a Job Classification and Compensation Study to determine internal equity and external competitiveness with comparable municipalities to ensure its compensation program was competitive. Evergreen evaluated and built a projected classification plan and conducted a market survey to provide an external assessment. Evergreen also developed strategic positioning and compensation administration recommendations for the City and provided revised class descriptions and made FLSA determinations.

City of Troy, MO: Comprehensive Compensation Study

Evergreen Solutions was engaged with the City of Troy to conduct a Comprehensive Compensation Study.  Evergreen performed the following tasks: identified criteria used in selecting comparable entities. identified the process to normalize the data to adjust for differences in city population, size, or other differences from Troy; developed pay/productivity ratios for each city department that demonstrated how much salary was paid on average by each city for certain levels of service; performed a job analysis for each position and conducted interviews with employees; reviewed all job descriptions and created updated descriptions as needed; performed an organization-wide operational efficiency study and identified staffing levels that deviated significantly from that of comparable entities; performed a market salary survey to determine competitive salary levels for all positions; performed survey of market to compare the type of fringe benefits provided to comparable entity employees that included, but was not limited to, health insurance, dental, vision, life, vacation, sick leave, annual holidays, education reimbursement, training and work hours; updated the present salary schedule; and recommended compensation policy regarding salary caps.

City of Powder Springs, GA: Classification and Compensation Study and Staffing Study

Evergreen Solutions was retained by the City of Powder Springs to conduct a Classification and Compensation Study. The purpose of the study was to assist the City in reviewing and analyzing the current staff compensation structure, obtain recommendations for improvements to the existing structure, and obtain recommendations to ensure internal equity and external competitiveness.  The City’s goal was to update its classification system, review FLSA guidelines, revise policies, and provide competitive pay levels to its employees.   Evergreen was also hired by the City of Powder Springs to conduct a City-wide Staffing Study.  Evergreen’s consultants performed the following tasks: conducted project kickoff meetings; collected relevant City data; conducted staff and leader interviews to assess existing operations; conducted, documented and reviewed existing operations including workflow and workload analysis; developed and collected peer staffing and outcomes survey; conducted workload and key performance indicator (KPI) analyses; and reported results and provided recommendations including staffing/organizational re-design.

Shawnee County, KS: Comprehensive Compensation Study

Evergreen Solutions was engaged with Shawnee County to conduct a Comprehensive Compensation Study. Evergreen conducted an external competitive market study for all current County positions to measure County pay versus market rates for each position.  Evergreen further prepared cost proposals and alternatives for establishing market pay rates for each position within three years following completion of the study and provided training to Department Heads and Human Resource Director in plan implementation and maintenance as needed up to and throughout implementation.